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Business Ethics and Integrity

Every year, the business world becomes more competitive, meaning that companies need to operate more efficiently and effectively. In this framework, Jotun believes that integrity is more important than ever. That's why we place responsible attitudes and ethics at the heart of the way we run our operations.

Business operations
Jotun holds a high ethical standard in its daily business operations. Furthermore, Jotun wants transparency in operations. We therefore:

respect laws and regulations of those countries in which we operate

ensure that transactions are correctly registered and supported by proper documentation in accordance with local and international accounting principles

do not reveal to any third party confidential information, including but not limited to technology, operating procedures, pricing, financial information, business and strategy plans, supplier and customer lists and customer information

adhere to and comply with Jotun standards and policies, e.g. with respect to Health, Safety and Environment, Finance, Communication, Human Resources, Chemicals, Site Security, Crisis Management, e-mail and internet policy.

Jotun works actively against corruption. As a global, responsible player, Jotun takes part in the combat against corruption

Corruption is a threat that we have to deal with on an everyday basis

Corruption and bribery are threats to economic development, global poverty and our integrity and we owe it to our customers, the local communities, our shareholders and our employees, to maintain high ethical standards.

At Jotun we believe that openness, discussion and training is the best way of creating the right attitudes. In addition to rules and guidelines for behaviour, Jotun therefore puts great emphasis on practical training. Only when our employees have discussed things openly and trained in how to act when facing a dilemma, can the right and sound business decision can be made.

At Jotun, all employees are invited to contribute to an open discussion about responsible attitudes and actions in a constructive and non-bureaucratic way.

It is important to maintain a culture where it is safe to report about unwanted behaviour

Definition of whistle blowing
Whistle blowing is the act of calling attention to intolerable circumstances relating to Jotun’s activities, by notifying someone who can do something about it.

There are many questions related to this topic:
How should you — both as manager and as a colleague — deal with irregularities that occur within the organisation?
How and in what way should one report these irregularities?
To whom should one report?
What should be done if nothing changes?
A culture of responsible attitudes and actions
At Jotun, all employees are invited to contribute to an open discussion about responsible attitudes and actions in a constructive and non-bureaucratic way.

Fostering a culture in which people dare to raise difficult subjects does not come about all by itself. It requires both brave employees and skilled managers to enhance such a culture.

Blowing the whistle in Jotun
A lot of conflicts arise when you discover serious circumstances. Your own interests — including your future with Jotun — must be maintained, along with concern for the future reputation of the organisation.

At the same time, you have a professional responsibility to your superior.

It is Jotun’s responsibility to ensure that whistle-blowers are well taken care of internally, meaning that the person must not be punished, directly or indirectly.

On the other hand, anyone blowing the whistle without a proper reason or to harm a person or the organisation will be subject to disciplinary procedures.

It is preferable to file your report in writing. That is the best way of documenting a whistle-blower situation.

It is important to have proper facts and to be as certain as possible about the fundamental facts of the case.

Want to raise a complaint? On a day-to-day basis, you should seek guidance from and direct anti-corruption inquiries to your immediate superior. You may also contact the legal department, Group Controlling department or Corporate Affairs department of Jotun A/S if you have any questions about this manual or anti-corruption law on + 47 33 45 70 00.

If you decide to raise a complaint, this should also be reported through the proper channels, i.e. line manager. If this is inappropriate or inadequate due to the nature of the complaint, information may be given to HR, General Manager/Managing Director, or according to Jotun’s whistle blowing procedures.

Jotun is present in parts of the world where human rights and decent working conditions may be at risk, whether directly through our own operations or indirectly through the supply chain. Jotun is committed to developing an organisational culture that respects internationally recognized human rights and seeks to avoid human rights abuses.

Through HR reviews/audits we make sure that HR policies are implemented.

Jotun makes an effort to run our business in a way that respects human rights and labour standards. Our commitment is based on:
Universal Declaration of Human Rights, International Covenant on Civil and Political Rights (ICCPR) and International Covenant on Economic, Social and Cultural
UN Guiding Principles on Business and Human Rights,
the OECD Guidelines for Multinational Enterprises,
the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work (ILO Convention) and
the UN Global Compact principles.
Our Human Rights policy applies to all Jotun companies regardless of the individual state's abilities and/or willingness to fulfil their own human rights obligations. Jotun expects that our personnel, business partners and others stakeholders who are directly linked to our operations, products or services, have equally respect for fundamental human rights.

Besides having a clear policy on compliance with human rights anchored at the Board of Directors, Jotun has processes to avoid that adverse human rights impact takes place.

Through Jotun's internal reporting system, each Jotun company reports twice per year to the local Board of Directors and the line management Business Review team, that mitigation and remediation processes are in place in case of adverse human rights impact. Besides all companies do a self-assessment yearly on human rights compliance.

If adverse human rights impact should occur in a Jotun company, the incident will initially be dealt with along the business line. Any adverse impact may also be reported through Jotun's centrally administrated whistle blowing channel. Appropriate administrative or legal steps will be taken depending on the circumstances.

Business operations
Jotun holds a high ethical standard in its daily business operations. Furthermore, Jotun wants transparency in operations. We therefore:

respect laws and regulations of those countries in which we operate

ensure that transactions are correctly registered and supported by proper documentation in accordance with local and international accounting principles

do not reveal to any third party confidential information, including but not limited to technology, operating procedures, pricing, financial information, business and strategy plans, supplier and customer lists and customer information

adhere to and comply with Jotun standards and policies, e.g. with respect to Health, Safety and Environment, Finance, Communication, Human Resources, Chemicals, Site Security, Crisis Management, e-mail and internet policy.

Jotun works actively against corruption. As a global, responsible player, Jotun takes part in the combat against corruption

Corruption is a threat that we have to deal with on an everyday basis

Corruption and bribery are threats to economic development, global poverty and our integrity and we owe it to our customers, the local communities, our shareholders and our employees, to maintain high ethical standards.

At Jotun we believe that openness, discussion and training is the best way of creating the right attitudes. In addition to rules and guidelines for behaviour, Jotun therefore puts great emphasis on practical training. Only when our employees have discussed things openly and trained in how to act when facing a dilemma, can the right and sound business decision can be made.

At Jotun, all employees are invited to contribute to an open discussion about responsible attitudes and actions in a constructive and non-bureaucratic way.

It is important to maintain a culture where it is safe to report about unwanted behaviour

Definition of whistle blowing
Whistle blowing is the act of calling attention to intolerable circumstances relating to Jotun’s activities, by notifying someone who can do something about it.

There are many questions related to this topic:
How should you — both as manager and as a colleague — deal with irregularities that occur within the organisation?
How and in what way should one report these irregularities?
To whom should one report?
What should be done if nothing changes?
A culture of responsible attitudes and actions
At Jotun, all employees are invited to contribute to an open discussion about responsible attitudes and actions in a constructive and non-bureaucratic way.

Fostering a culture in which people dare to raise difficult subjects does not come about all by itself. It requires both brave employees and skilled managers to enhance such a culture.

Blowing the whistle in Jotun
A lot of conflicts arise when you discover serious circumstances. Your own interests — including your future with Jotun — must be maintained, along with concern for the future reputation of the organisation.

At the same time, you have a professional responsibility to your superior.

It is Jotun’s responsibility to ensure that whistle-blowers are well taken care of internally, meaning that the person must not be punished, directly or indirectly.

On the other hand, anyone blowing the whistle without a proper reason or to harm a person or the organisation will be subject to disciplinary procedures.

It is preferable to file your report in writing. That is the best way of documenting a whistle-blower situation.

It is important to have proper facts and to be as certain as possible about the fundamental facts of the case.

Want to raise a complaint? On a day-to-day basis, you should seek guidance from and direct anti-corruption inquiries to your immediate superior. You may also contact the legal department, Group Controlling department or Corporate Affairs department of Jotun A/S if you have any questions about this manual or anti-corruption law on + 47 33 45 70 00.

If you decide to raise a complaint, this should also be reported through the proper channels, i.e. line manager. If this is inappropriate or inadequate due to the nature of the complaint, information may be given to HR, General Manager/Managing Director, or according to Jotun’s whistle blowing procedures.

Jotun is present in parts of the world where human rights and decent working conditions may be at risk, whether directly through our own operations or indirectly through the supply chain. Jotun is committed to developing an organisational culture that respects internationally recognized human rights and seeks to avoid human rights abuses.

Through HR reviews/audits we make sure that HR policies are implemented.

Jotun makes an effort to run our business in a way that respects human rights and labour standards. Our commitment is based on:
Universal Declaration of Human Rights, International Covenant on Civil and Political Rights (ICCPR) and International Covenant on Economic, Social and Cultural
UN Guiding Principles on Business and Human Rights,
the OECD Guidelines for Multinational Enterprises,
the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work (ILO Convention) and
the UN Global Compact principles.
Our Human Rights policy applies to all Jotun companies regardless of the individual state's abilities and/or willingness to fulfil their own human rights obligations. Jotun expects that our personnel, business partners and others stakeholders who are directly linked to our operations, products or services, have equally respect for fundamental human rights.

Besides having a clear policy on compliance with human rights anchored at the Board of Directors, Jotun has processes to avoid that adverse human rights impact takes place.

Through Jotun's internal reporting system, each Jotun company reports twice per year to the local Board of Directors and the line management Business Review team, that mitigation and remediation processes are in place in case of adverse human rights impact. Besides all companies do a self-assessment yearly on human rights compliance.

If adverse human rights impact should occur in a Jotun company, the incident will initially be dealt with along the business line. Any adverse impact may also be reported through Jotun's centrally administrated whistle blowing channel. Appropriate administrative or legal steps will be taken depending on the circumstances.